REPUBLIC ACT NO.

10151 AN ACT ALLOWING THE EMPLOYMENT OF NIGHT WORKERS, THEREBY REPEALING ARTICLES 130 AND 131 OF PRESIDENTIAL DECREE NUMBER FOUR HUNDRED FORTY-TWO, AS AMENDED, OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled: SECTION 1. Article 130 of the Labor Code is hereby repealed. SEC. 2. Article 131 of the Labor Code is hereby repealed. SEC. 3. The subsequent articles in Boot Three, Title III, Chapter I to Chapter IV of Presidential Decree No. 442 are hereby renumbered accordingly. SEC. 4. A new chapter is hereby inserted after Book Three, Title III of Presidential Decree No. 442, to read as follows: Chapter V Employment of Night Workers Art. 154. Coverage. This chapter shall apply to all persons, who shall be employed or permitted or suffered to work at night, except those employed in agriculture, stock raising, fishing, maritime transport and inland navigation, during a period of not less than seven (7) consecutive hours, including the interval from midnight to five oclock in the morning, to be determined by the Secretary of Labor and Employment, after consulting the workers representatives/labor organizations and employers. Night worker means any employed person whose work requires performance of a substantial number of hours of night work which exceeds a specified limit. This limit shall be fixed by the Secretary of Labor after consulting the workers representatives/labor organizations and employers.

Art. 155. Health Assessment, At their request, workers shall have the right to undergo a health assessment without charge and to receive advice on how to reduce or avoid health problems associated with their work: (a) Before taking up an assignment as a night worker; (b) At regular intervals during such an assignment; and (c) If they experience health problems during such an assignment which are not caused by factors other than the performance of night work. With the exception of a finding of unfitness for night work, the findings of such assessments shall not be transmitted to others without the workers consent and shall not be used to their detriment. Art. 156. Mandatory Facilities. Suitable first-aid facilities shall be made available for workers performing night work, including arrangements where such workers, where necessary, can be taken immediately to a place for appropriate treatment. The employers are likewise required to provide safe and healthful working conditions and adequate or reasonable facilities such as sleeping or resting quarters in the establishment and transportation from the work premises to the nearest point of their residence subject to exceptions and guidelines to be provided by the DOLE. Art. 157. Transfer. Night workers who are certified as unfit for night work, due to health reasons, shall be transferred, whenever practicable, to a similar job for which they are fit to work. If such transfer to a similar job is not practicable, these workers shall be granted the same benefits as other workers who are unable to work, or to secure employment during such period. A night worker certified as temporarily unfit for night work shall be given the same protection against dismissal or notice of dismissal as other workers who are prevented from working for reasons of health.

Art. 158. Women Night Workers. Measures shall be taken to ensure that an alternative to night work is available to women workers who would otherwise be called upon to perform such work: (a) Before and after childbirth, for a period of at least sixteen (16) weeks, which shall be divided between the time before and after childbirth; (b) For additional periods, in respect of which a medical certificate is produced stating that said additional periods are necessary for the health of the mother or child: (1) During pregnancy; (2) During a specified time beyond the period, after childbirth is fixed pursuant to subparagraph (a) above, the length of which shall be determined by the DOLE after consulting the labor organizations and employers. During the periods referred to in this article: (i) A woman worker shall not be dismissed or given notice of dismissal, except for just or authorised causes provided for in this Code that are not connected with pregnancy, childbirth and childcare responsibilities. (ii) A woman worker shall not lose the benefits regarding her status, seniority, and access to promotion which may attach to her regular night work position. Pregnant women and nursing mothers may he allowed to work at night only if a competent physician, other than the company physician, shall certify their fitness to render night work, and specify, in the ease of pregnant employees, the period of the pregnancy that they can safely work. The measures referred to in this article may include transfer to day work where this is possible, the provision of social security benefits or an extension of maternity leave. The provisions of this article shall not have the effect of reducing the protection and benefits connected with maternity leave under existing laws.

Art. 159. Compensation. The compensation for night workers in the form of working time, pay or similar benefits shall recognize the exceptional nature of night work. Art. 160. Social Services.Appropriate social services shall be provided for night workers and, where necessary, for workers performing night work. Art. 161. Night Work Schedules. Before introducing work schedules requiring the services of night workers, the employer shall consult the workers representatives/labor organizations concerned on the details of such schedules and the forms of organization of night work that are best adapted to the establishment and its personnel, as well as on the occupational health measures and social services which are required. In establishments employing night workers, consultation shall take place regularly. SEC. 5. The subsequent articles starting from Book Four, Title I, Chapter I of Presidential Decree No. 442 are hereby renumbered accordingly. SEC. 6. Application. The measures referred to in this chapter shall be applied not later than six (G) months from the effectivity of this Act. SEC. 7. Guidelines. The DOLE shah promulgate appropriate regulations in addition to existing ones to ensure protection, safety and welfare of night workers. SEC. 8. Penalties. Any violation of this Act, and the rules and regulations issued pursuant hereof shall be punished with a fine of not less than Thirty thousand pesos (P30,000.00) nor more than Fifty thousand pesos (P50,000.00) or imprisonment of not less than six (6) months, or both, at the discretion of the court. If the offense is committed by a corporation, trust, firm, partnership or association, or other entity, the penalty shall be imposed upon the guilty officer or officers of such corporation, trust, firm, partnership or association, or entity. SEC. 9. Separability Clause. If any portion of this Act is declared unconstitutional, the same shall not affect the validity and effectivity of the other provisions not affected thereby.

SEC. 10. Repealing Clause. All laws, acts, decrees, executive orders, rules and regulations or other issuances or parts thereof, which are inconsistent with this Act, are hereby modified and repealed. SEC. 11 Effectivity Clause. This Act shall take effect after fifteen (15) days following its publication in two (2) national newspapers of general circulation.

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Law to Benefit Call Center Agents Signed (RA 10151)

Malacaang on Tuesday announced that President Benigno Aquino III has signed into law four measures in the fields of energy, labor and health care that impact on the social reform agenda of his administration. One of these laws is beneficial for those working in call centers. The Palace said that President Aquino affixed his signature to Republic Act 10151, an Act allowing the employment of night workers thereby repealing articles 130 and 131 of Presidential Decree (PD) Number 442, as amended, otherwise known as the Labor Code of the Philippines. It will also ensure mandatory provision of ample health and social services as well as commensurate compensation for night-shift workers, it said. RA 10151 was classified as a priority bill in the last Legislative Executive Development Advisory Council (LEDAC). Congressmen Rufus Rodriguez and Emil Ong as well as senators Jinggoy Estrada and Francis Pangilinan pushed for the approval of the Bill at the House of Representatives and Senate, respectively. The signing of this act is also an economic measure because many women in the BPO [Business Process Outsourcing] sector have been unduly prejudiced by this legal accident. We must also do everything we can to protect our position as industry leaders. Aquino said. (www.coolbuster.net)

RA 10151: Senate President Juan Ponce Enrile and Senate President Pro Tempore Jinggoy Ejercito Estrada (seated, left) witness the signing of four new laws, including Republic Act 10151 which lifts the night work prohibition on women. The measure is principally authored and sponsored by Sen. Estrada as Chairman of the Committee on Labor, Employment and

Human Resources Development. Sen. Estrada says that the Labor Code amendment encourages women participation in labor force and ensures equal employment opportunities for men and women, especially in the booming call center industry which operates on a 24-7 setup.

Republic Act 10151 which lifts the night work prohibition on women. The measure is principally authored and sponsored by Sen. Estrada as Chairman of the Committee on Labor, Employment and Human Resources Development. Sen. Estrada says that the Labor Code amendment encourages women participation in labor force and ensures equal employment opportunities for men and women, especially in the booming call center industry which operates on a 24-7 setup. (www.senate.gov.ph)

The President said that RA 10151 removes regulations that can be seen as sexual discrimination in the work force. Right now, industries, specially our BPOs (business process outsourcing), who are hiring women workers to perform night work are first required to secure an exemption from the Department of Labor and Employment -- and the strange thing is that this is not necessary in hiring male workers for the same assignment, he said. We cannot have this type of legal technicality giving rise to sexual discrimination, especially in this day and age. The signing of this act is also an economic measure because many women in the BPO sector have been unduly prejudiced by this legal accident; and we must also do everything we can to protect our position as industry leaders, he said. In a statement, Labor and Employment Secretary Rosalinda Baldoz said Republic Act 10151 eliminates administrative requests for exemption from the DoLE. The repeal of Articles 130 and 131 of P.D. 774, or the Philippine Labor Code, paves the way for the elimination of gender bias and gives men and women equal access to employment opportunities, she said. RA 10151 will also provide women laborers, except those in the agriculture and maritime sector, with equal flexible work period and night shift pay with their male counterparts as mandated by international standards. The bill further increases health protection for night workers. It also facilitates alignment of Philippine laws with international standards on night work for women, including the ratification of International Labor Organization (ILO) Convention 171 on the elimination of night work for women, and our denunciation of ILO Convention 89, Baldoz said. Senate President Juan Ponce Enrile hailed the Aquino administration for signing into law the significant pieces of legislation which he believes would greatly benefit the poor. (www.mb.com.ph)

PRIMER ON REPUBLIC ACT NO. 10151 full text of law available at http://www.gov.ph/2011/06/21/republic-act-no-1015/ ARTS. 130 and 131 of the LABOR CODEREPEALED Republic Act No. 10151 repeals Articles 130 and131 of the Labor Code, which prohibit women from working at night. Instead of the blanket prohibition, the new law limits the ban to pregnant women and nursing mothers. Thus, under the newly inserted Article 158 of the Labor Code, only pregnant women and nursing mothers are not allowed to work at night. They maybe allowed to work at night only if: a. certified by a competent physician other

than the company physician; and b. in the case of pregnant women, the physician specifies the period of pregnancy that they can safely work. NEW CHAPTER on the EMPLOYMENT of NIGHT WORKERS Republic Act No. 10151 adds a new chapter to Book III, Title III of the Labor Code. The new chapter, which shall now constitute Articles 154 to 161 of the Labor Code, specifically regulates the employment of night workers. Coverage The provisions of the new chapter shall cover employees who work at night (which includes the period of 12 MN to 5 AM) for a period not less than7 consecutive hours. Those employed in agriculture, stock raising, fishing, maritime transport and inland navigation shall not be covered by the new chapter. Rights of Night Workers 1.Right to free health assessment during the following periods: [Article 155] a. before taking up an assignment as a night worker b. at regular intervals c. if they experience health problems during such assignment which are not caused by factors other than the performance of night work 2.Right to be transferred to a similar job which they are fit to work , whenever practicable, if found unfit for night work due to health reasons [Article 157]. If the same be not practicable, these workers shall be granted the same benefits as other workers who are unable to work, or to secure employment during such period. Furthermore, a night worker certified as temporarily unfit for night work shall be given the same protection against dismissal or notice of dismissal as other workers who are prevented from working for reasons of health. 3.Right to safe and working conditions [Article 156]Thus, employers are required to provide the following, subject exceptions as may be provided by the DOLE A. suitable first-aid facilities b. sleeping or resting quarters in the establishment c. transportation from the work premises to the nearest point of their residence 4. Right of pregnant women to alternatives to night work during the following periods: [Article 158] a. before and after child birth for at least 16weeks, to be divided between the time before and after child birth b. for additional periods, in respect of which a medical certificate is produced stating that said additional periods are necessary for the health of the mother or child: during pregnancy during a specified time beyond the period, after childbirth as allowed above, the length of which shall be determined by the DOLE after consulting the labor organizations and employers. The alternatives referred to may include transfer to day work where this is possible, the provision of social security benefits or an extension of maternity leave. 5. Right of pregnant women against dismissals and diminution of benefits on account of pregnancy, child birth, and childcare responsibilities [Article 158] 6. Right to be regularly consulted on the following: [Article 161]:

a. schedules and the forms of organization of night work that are best adapted to the establishment and its personnel b. the occupational health measures and social services Right of Regular Workers to be consulted before introduction of Night Work The employer is required to consult the workers representatives/labor organizations concerned, before introducing work schedules requiring the services of night workers, on the details of such schedules and the forms of organization of night work that are best adapted to the establishment and its personnel, as well as on the occupational health measures and social services which are required.[Article 161] RENUMBERING OF LABOR CODEPROVISIONS 1. Article 132 (Facilities for Women) shall become Article 130; Article 133 (Maternity Leave Benefits) shall become Article 131; and so on and so forth.2. Article 156 (First Aid Treatment) shall become Article 162; Article 157 (Emergency Medical and Dental Services) shall become Article 163. DATE OF EFFECTIVITY July 12, 2011 (15 days after date of publication: June27, 2011)

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Republic of the Philippines Congress of the Philippines Metro Manila

Fifteenth Congress First Regular Session Begun and held in Metro Manila, on Monday, the twenty-sixth day of July, two thousand ten. REPUBLIC ACT NO. 10151 AN ACT ALLOWING THE EMPLOYMENT OF NIGHT WORKERS, THEREBY REPEALING ARTICLES 130 AND 131 OF PRESIDENTIAL DECREE NUMBER FOUR HUNDRED FORTY-TWO, AS AMENDED, OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled: SECTION 1. Article 130 of the Labor Code is hereby repealed. SEC. 2. Article 131 of the Labor Code is hereby repealed.

SEC. 3. The subsequent articles in Boot Three, Title III, Chapter I to Chapter IV of Presidential Decree No. 442 are hereby renumbered accordingly. SEC. 4. A new chapter is hereby inserted after Book Three, Title III of Presidential Decree No. 442, to read as follows: Chapter V Employment of Night Workers Art. 154. Coverage. This chapter shall apply to all persons, who shall be employed or permitted or suffered to work at night, except those employed in agriculture, stock raising, fishing, maritime transport and inland navigation, during a period of not less than seven (7) consecutive hours, including the interval from midnight to five oclock in the morning, to be determined by the Secretary of Labor and Employment, after consulting the workers representatives/labor organizations and employers. Night worker means any employed person whose work requires performance of a substantial number of hours of night work which exceeds a specified limit. This limit shall be fixed by the Secretary of Labor after consulting the workers representatives/labor organizations and employers. Art. 155. Health Assessment, At their request, workers shall have the right to undergo a health assessment without charge and to receive advice on how to reduce or avoid health problems associated with their work: (a) Before taking up an assignment as a night worker; (b) At regular intervals during such an assignment; and (c) If they experience health problems during such an assignment which are not caused by factors other than the performance of night work. With the exception of a finding of unfitness for night work, the findings of such assessments shall not be transmitted to others without the workers consent and shall not be used to their detriment. Art. 156. Mandatory Facilities. Suitable first-aid facilities shall be made available for workers performing night work, including arrangements where such workers, where necessary, can be taken immediately to a place for appropriate treatment. The employers are likewise required to provide safe and healthful working conditions and adequate or reasonable facilities such as sleeping or resting quarters in the establishment and transportation from the work premises to the nearest point of their residence subject to exceptions and guidelines to be provided by the DOLE.

Art. 157. Transfer. Night workers who are certified as unfit for night work, due to health reasons, shall be transferred, whenever practicable, to a similar job for which they are fit to work. If such transfer to a similar job is not practicable, these workers shall be granted the same benefits as other workers who are unable to work, or to secure employment during such period. A night worker certified as temporarily unfit for night work shall be given the same protection against dismissal or notice of dismissal as other workers who are prevented from working for reasons of health. Art. 158. Women Night Workers. Measures shall be taken to ensure that an alternative to night work is available to women workers who would otherwise be called upon to perform such work: (a) Before and after childbirth, for a period of at least sixteen (16) weeks, which shall be divided between the time before and after childbirth; (b) For additional periods, in respect of which a medical certificate is produced stating that said additional periods are necessary for the health of the mother or child: (1) During pregnancy; (2) During a specified time beyond the period, after childbirth is fixed pursuant to subparagraph (a) above, the length of which shall be determined by the DOLE after consulting the labor organizations and employers. During the periods referred to in this article: (i) A woman worker shall not be dismissed or given notice of dismissal, except for just or authorised causes provided for in this Code that are not connected with pregnancy, childbirth and childcare responsibilities. (ii) A woman worker shall not lose the benefits regarding her status, seniority, and access to promotion which may attach to her regular night work position. Pregnant women and nursing mothers may he allowed to work at night only if a competent physician, other than the company physician, shall certify their fitness to render night work, and specify, in the ease of pregnant employees, the period of the pregnancy that they can safely work. The measures referred to in this article may include transfer to day work where this is possible, the provision of social security benefits or an extension of maternity leave. The provisions of this article shall not have the effect of reducing the protection and benefits connected with maternity leave under existing laws.

Art. 159. Compensation. The compensation for night workers in the form of working time, pay or similar benefits shall recognize the exceptional nature of night work. Art. 160. Social Services.Appropriate social services shall be provided for night workers and, where necessary, for workers performing night work. Art. 161. Night Work Schedules. Before introducing work schedules requiring the services of night workers, the employer shall consult the workers representatives/labor organizations concerned on the details of such schedules and the forms of organization of night work that are best adapted to the establishment and its personnel, as well as on the occupational health measures and social services which are required. In establishments employing night workers, consultation shall take place regularly. SEC. 5. The subsequent articles starting from Book Four, Title I, Chapter I of Presidential Decree No. 442 are hereby renumbered accordingly. SEC. 6. Application. The measures referred to in this chapter shall be applied not later than six (G) months from the effectivity of this Act. SEC. 7. Guidelines. The DOLE shah promulgate appropriate regulations in addition to existing ones to ensure protection, safety and welfare of night workers. SEC. 8. Penalties. Any violation of this Act, and the rules and regulations issued pursuant hereof shall be punished with a fine of not less than Thirty thousand pesos (P30,000.00) nor more than Fifty thousand pesos (P50,000.00) or imprisonment of not less than six (6) months, or both, at the discretion of the court. If the offense is committed by a corporation, trust, firm, partnership or association, or other entity, the penalty shall be imposed upon the guilty officer or officers of such corporation, trust, firm, partnership or association, or entity. SEC. 9. Separability Clause. If any portion of this Act is declared unconstitutional, the same shall not affect the validity and effectivity of the other provisions not affected thereby. SEC. 10. Repealing Clause. All laws, acts, decrees, executive orders, rules and regulations or other issuances or parts thereof, which are inconsistent with this Act, are hereby modified and repealed. SEC. 11 Effectivity Clause. This Act shall take effect after fifteen (15) days following its publication in two (2) national newspapers of general circulation. Approved,

(Sgd.) FELICIANO BELMONTE JR.

(Sgd.) JUAN PONCE ENRILE

Speaker of the House of Representatives

President of the Senate

This Act which is a consolidation of Senate Bill No. 2701 and House Bill No. 4276 was finally passed by the Senate and the House of Representatives on May 30, 2011 and June 8, 2011, respectively.
(Sgd.) MARILYN B. BARUA-YAP (Sgd.) EMMA LIRIO-REYES

Secretary General House of Representatives Secretary of the senate Approved: June 21, 2011
(Sgd.) BENIGNO SIMEON C. AQUINO III

President of the Philippines

http://www.gov.ph/2011/06/21/republic-act-no-1015/

ALLOWING EMPLOYMENT OF NIGHT WORKERS What is this law about? Previous to this law, as a general rule, women were NOT allowed to work during the night (Art. 130, Labor Code). So technically, companies, including call centers and
other BPOs, were NOT allowed to hire women to work the nightshift. To be able to go around the rule, call centers had to apply for an exception (Art. 131, Labor Code). RA 10151 repealed these 2 rules. So now, a call center can hire as much women as it wants, without having to apply for exceptions at the Department of Labor and Employment.

Important Things to remember: 1. Night Workers have a right to undergo a health assessment without charge and receive advice on how to reduce or avoid health
problems associated with their work. 2. As a general rule, the findings shall of such assessments can not be given to

others without the workers' consent. 3. Call Centers are now required to provide

first-aid facilities for the nightshift. sleeping or resting

4. Call Centers are also now required to provide

quarters for the nightshift.

5. Night workers who are found to be unfit for night work due to health reasons have a right to be transferred to a similar job during the day. 6. Pregnant Night Workers have additional rights under the law.
philippinelaws4everyone.blogspot.com/

What is the effect of R.A. 10151 on the Labor Code? Women were generally not allowed work during night time. This was the rule before the enactment of Republic Act No. 10151. Article 130 of the Labor Code(Presidential Decree No. 442) contains the general prohibition while Article 131 spells out the exceptions. R.A. 10151 amends the Labor Code by repealing Articles 130 and 131 thereof (under Book III [Conditions of Employment]). In short, there is no longer any need to determine if a particular industry or a particular scenario is covered by the general rule or the exception. Women are now allowed to perform night work, one of the amendments introduced under R.A. 10151. Who are night workers? A night worker refers to any employed person whose work requires performance of a substantial number of hours of night work which exceeds a specified limit. This limit shall be fixed by the Secretary of Labor after consulting the workers representatives/labor organizations and employers. What is the coverage of the amendments introduced under R.A. 10151? The amendments shall apply to all persons, who shall be employed or permitted or suffered to work at night, except those employed in agriculture, stock raising, fishing, maritime transport and inland navigation, during a period of not less than seven (7) consecutive hours, including the interval from midnight to five oclock in the morning, to be determined by the Secretary of Labor and Employment, after consulting the workers representatives/labor organizations and employers. Can workers demand a free health assessment before undergoing night work? Yes. Workers, at their request, shall have the right to undergo a health assessment without charge and to receive advice on how to reduce or avoid health problems associated with their work:

1. 2. 3.

Before taking up an assignment as a night worker; At regular intervals during such an assignment; and If they experience health problems during such an assignment which are not caused by factors other than the performance of night work. With the exception of a finding of unfitness for night work, the findings of such assessments shall not be transmitted to others without the workers consent and shall not be used to their detriment. What happens to employees who are unfit for night work? When transfer to similar job practicable. Night workers who are certified as unfit for night work, due to health reasons, shall be transferred, whenever practicable, to a similar job for which they are fit to work. When transfer not practicable. If such transfer to a similar job is not practicable, these workers shall be granted the same benefits as other workers who are unable to work, or to secure employment during such period. Temporary unfitness. A night worker certified as temporarily unfit for night work shall be given the same protection against dismissal or notice of dismissal as other workers who are prevented from working for reasons of health. Can women be employed as night workers? Yes. However, measures shall be taken to ensure that an alternative to night work is available to women workers who would otherwise be called upon to perform such work:

1.

Before and after childbirth, for a period of at least sixteen (16) weeks, which shall be divided between the time before and after childbirth;

2.

For additional periods, in respect of which a medical certificate is produced stating that said additional periods are necessary for the health of the mother or child: (a) During pregnancy; and (b) During a specified time beyond the period after childbirth is fixed pursuant to subparagraph [a] above, the length of which shall be determined by the DOLE after consulting the labor organizations and employers. During the periods mentioned above:

A woman worker shall not be dismissed or given notice of dismissal, except for just or authorized causes provided for in the Labor Code that are not connected with pregnancy, childbirth and childcare responsibilities.

A woman worker shall not lose the benefits regarding her status, seniority, and access to promotion which may attach to her regular night work position. Pregnant women and nursing mothers may he allowed to work at night only if a competent physician, other than the company physician, shall certify their fitness to render night work, and specify, in the ease of pregnant employees, the period of the pregnancy that they can safely work.

The measures to ensure an alternative to night work for women workers may include transfer to day work where this is possible, the provision of social security benefits or an extension of maternity leave. Nothing in these provisions shall not have the effect of reducing the protection and benefits connected with maternity leave under existing laws. What are the factors to be considered in fixing the salary for night workers? The compensation for night workers in the form of working time, pay or similar benefits shall recognize the exceptional nature of night work. How does the employer fix the night work schedule? Before introducing work schedules requiring the services of night workers, the employer shall consult the workers representatives/labor organizations concerned on the details of such schedules and the forms of organization of night work that are best adapted to the establishment and its personnel, as well as on the occupational health measures and social services which are required. In establishments employing night workers, consultation shall take place regularly. What are the mandatory facilities required from employers? First aid. These are suitable first-aid facilities that shall be made available for workers performing night work, including arrangements where such workers, where necessary, can be taken immediately to a place for appropriate treatment. The employers are likewise required to provide safe and healthful working conditions and adequate or reasonable facilities such as sleeping or resting quarters in the establishment and transportation from the work premises to the nearest point of their residence subject to exceptions and guidelines to be provided by the DOLE. Social services. Appropriate social services shall be provided for night workers and, where necessary, for workers performing night work. When must the measures implemented? The measures referred to in this chapter shall be applied not later than six (6) months from the effectivity of R.A. 10151. This law becomes effective after fifteen (15) days following its publication in two (2) national newspapers of general circulation. What are the imposable penalties in case of violations? Any violation of R.A. 10151 and its Implementing Rules and Regulations shall be punished with a fine of not less than Thirty Thousand Pesos (PhP30,000) nor more than Fifty Thousand Pesos (PhP50,000) or imprisonment of not less than six (6) months, or both, at the discretion of the court. If the offense is committed by a corporation, trust, firm, partnership or association, or other entity, the penalty shall be imposed upon the guilty officer or officers of such corporation, trust, firm, partnership or association, or entity.

http://jlp-law.com/blog/employment-of-night-workers-a-primer-2/